Brave New Workplace: How individual contracts are changing our jobsAllen & Unwin, 01/02/2006 - 272 من الصفحات Once employees knew they'd be paid properly for working nights and overtime and couldn't be dismissed on a whim. Unions made sure of this. Now employees are being asked to do their own bargaining, one on one. Employers and government claim that this will lead to higher productivity, while unions and church groups cry foul. What is really going on? The push for individual contracts for employees overturns a century of collective efforts to create basic rights and a 'fair go' in Australian workplaces. David Peetz peels away the layers of corporate and government doublespeak that surround this most heated issue to uncover what is really happening in relations between employers and employees. He explains who benefits from individual contracts and who doesn't, and how this will change the way we work. He locates individual workplace contracts in a wider debate about whether we are moving away from collective ideals towards individualistic values. From offices to shops, schools, hospitals and mines, individual contracting affects every single employee in Australia. Brave New Workplace is compelling reading for anyone who wants to understand the brave new world of work. 'This is a timely and important book. The Australian Government is promoting individual contracts as the way forward for all Australian workplaces. David Peetz's research demonstrates clearly that individual contracts are the antithesis of modern, productive employment relationships.' - Greg Combet, ACTU Secretary 'David Peetz dissects the workplace world of dog eat dog with forensic skill. This book is essential, accessible reading for those who want to understand what individualism in the workplace means for workers and for Australian society.' - Associate Professor Barbara Pocock, author of The Work/Life Collision |
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النتائج 1-5 من 9
الصفحة 2
... by management . If they have any complaints , they can talk to their supervisor , or to his supervisor . But they cannot involve their own collective body , the union . The men with the hoes do not want to do 2 | BRAVE NEW WORKPLACE.
... by management . If they have any complaints , they can talk to their supervisor , or to his supervisor . But they cannot involve their own collective body , the union . The men with the hoes do not want to do 2 | BRAVE NEW WORKPLACE.
الصفحة 4
... federal legislation. The push to individualise employment relations is justified in part because it is said to lead to more productive workplaces, so workers are better paid . Yet it does not appear to do | BRAVE NEW WORKPLACE 4.
... federal legislation. The push to individualise employment relations is justified in part because it is said to lead to more productive workplaces, so workers are better paid . Yet it does not appear to do | BRAVE NEW WORKPLACE 4.
الصفحة 6
... in which interests, orientations and behaviours are based on predominantly group, rather than predominantly individual, reference points and involve cooperation with | BRAVE NEW WORKPLACE 6 Collectivism and individualism.
... in which interests, orientations and behaviours are based on predominantly group, rather than predominantly individual, reference points and involve cooperation with | BRAVE NEW WORKPLACE 6 Collectivism and individualism.
الصفحة 7
... workplace, collective behaviour is ultimately expressed in collective bargaining and its associated actions—meetings, campaigns, maybe bans or strikes— and institutions (unions). Collective bargaining arises because of an imbalance in ...
... workplace, collective behaviour is ultimately expressed in collective bargaining and its associated actions—meetings, campaigns, maybe bans or strikes— and institutions (unions). Collective bargaining arises because of an imbalance in ...
المحتوى
| 1 | |
2 Youre all individuals? Some myths about individualism and collectivism | 23 |
Individual contracting for the corporation | 48 |
4 What are you worth? The impacts on ordinary employees | 85 |
Corporate strategies and human rights | 116 |
Responding to the corporate push | 157 |
7 Finding the way upholding basic rights of the brave new workforce | 186 |
Notes | 213 |
Select bibliography | 250 |
Index | 260 |
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عبارات ومصطلحات مألوفة
action activists activities agenda AIRAANZ conference AIRC attitudes Australian Bureau Australian Workplace Agreements AWA employees award behaviour BHP Iron Blair Athol Bureau of Statistics Canberra cent CEOs chapter Coal collective agreements collective bargaining collective organisation collectivism collectivist cooperative coverage culture decline delegates DEWR earnings economic effect Ellem Employee Voice Employment Advocate enterprise bargaining example exclusivist executive federal freedom of association Human resource management individual contracts individualisation of employment individualising corporations Journal of Industrial labour hire labour market Melbourne ment mining mobilisers negotiate Nineteen Eighty-four overtime Peetz penalty rates Pilbara Pocock productivity growth promote Pty Ltd reform registered individual contracts Research Rio Tinto role sector social capital strategies studies survey Sydney Telstra tion trade unions union density union members union membership unionised University wage increases WorkChoices worker power workforce Workplace Relations WR Act Zealand